Leadership

A Leadership Story: A group of workers and their leaders are given the job of clearing a road through a dense jungle on a remote island to get to the coast where an inlet provides a perfect site for a port. The leaders organize the laborers into efficient units and monitor the distribution and use of tools and food – progress is excellent. The leaders continue to monitor and evaluate progress, making adjustments along the way to ensure the progress is maintained and efficiency increased wherever possible. Then, one day amidst all the hustle and bustle and activity, one person climbs up a nearby tree. The person surveys the scene from the top of the tree.

A Leadership Story: And shouts down to the assembled group below… “Oooops! We’re going the wrong way!” “Management might mean doing some things right, but leadership means having the vision to do the right things right.”

Leadership

Types of Leadership Style

Types of Leadership Style Autocratic: Leader makes decisions without reference to anyone else High degree of dependency on the leader Can create de-motivation and alienation of staff May be valuable in some types of business where decisions need to be made quickly and decisively

Types of Leadership Style Democratic: Encourages decision making from different perspectives – leadership may be emphasised throughout the organisation Consultative: process of consultation before decisions are taken Persuasive: Leader takes decision and seeks to persuade others that the decision is correct

Types of Leadership Style Democratic: May help motivation and involvement Workers feel ownership of the firm and its ideas Improves the sharing of ideas and experiences within the business Can delay decision making

Types of Leadership Style Laissez-Faire: ‘Let it be’ – the leadership responsibilities are shared by all Can be very useful in businesses where creative ideas are important Can be highly motivational, as people have control over their working life Can make coordination and decision making time-consuming and lacking in overall direction Relies on good team work Relies on good interpersonal relations

Types of Leadership Style

Types of Leadership Style Paternalistic: Leader acts as a ‘father figure’ Paternalistic leader makes decision but may consult Believes in the need to support staff

Theories of Leadership

Theories of Leadership Trait theories: Is there a set of characteristics that determine a good leader? Personality? Dominance and personal presence? Charisma? Self confidence? Achievement? Ability to formulate a clear vision?

Theories of Leadership Trait Theories: Are such characteristics inherently gender biased? Do such characteristics produce good leaders? Is leadership more than just bringing about change? Does this imply that leaders are born not bred?

Theories of Leadership Behavioral Theories: Imply that leaders can be trained – focus on the way of doing things “Structure based behavioral theories” focus on the leader instituting structures – task orientated “Relationship based behavioral theories” focus on the development and maintenance of relationships – process orientated

Theories of Leadership Contingency Theories: Leadership as being more flexible – different leadership styles used at different times depending on the circumstance. Suggests leadership is not a fixed series of characteristics that can be transposed into different contexts

Theories of Leadership

Theories of Leadership May depend on: Type of staff History of the business Culture of the business Quality of the relationships Nature of the changes needed Accepted norms within the institution

Factors Affecting Style

Factors Affecting Style Leadership style may be dependent on various factors: Those being led – number, attitude, maturity, commitment, expertise Degree of risk - decision making and change initiatives based on degree of risk involved (physical, capital, otherwise) Type of business – creative business or supply driven? How important change is – change for change’s sake? Organizational culture – open or closed; entrenched, traditional, and difficult to change (stability v. stasis), innovative and flexible? Nature of the task – needing cooperation, direction, structure? Authority of “leader” within the hierarchy – open to questioning from peers, vulnerable to the shifting winds of “higher ups”?

. . . And Finally - You Decide